Bridging the AI Divide

The data is in, and the differences are stark: Professionals at the manager level and up are using AI two to three times more than individual contributors (ICs). Employees at small- to medium-sized organizations and women are also less likely to be using AI, and more likely to have security and privacy concerns around it.

Although AI usage is encouraged at the majority of companies, executives are embracing Al at a significantly higher rate than individual contributors, often leading to confusion without clear communication. Clarity in Al policies and training is essential to bridge this divide, ensuring all employees can adapt and benefit.

For executives, this means unlocking greater value from their teams, while for ICs, it offers the promise of streamlined work processes and improved work-life balance.

BambooHR surveyed over 1,500 full-time, salaried employees to gain a deeper understanding of the current state of AI adoption in the workplace, and to uncover the trends, challenges, and opportunities that are shaping the future of work. The results of our survey provide a nuanced and detailed picture of how AI is being used, perceived, and valued across different demographics.

• 72% of VP/C-suite executives are using AI daily, compared to 54% of managers/directors, and just 18% of individual contributors.
• Millennials are using AI the most: 64% report using it daily.
• 58% of employees have acquired AI-related skills through personal efforts, with Millennials leading at 66%.
• 72% of employees who used AI for salary negotiation preparation reported that it helped them win their negotiation.
• 63% of respondents view AI-generated work as high quality, but only 28% of ICs share this view.
• 61% of VP/C-suite executives value employees who use AI more, compared to only 13% of ICs.
• Only 30% of employees can correctly identify AI written content, leaving 70% who guessed incorrectly whether it was human or AI.
• 23% of ICs don't disclose when they've used AI, compared to only 6% of VP/C-suite executives.

A significant 77% of respondents report that their employer either actively encourages AI use or doesn’t restrict it, indicating a general openness at the organizational level to integrating AI into daily operations. However, there's a notable disconnect in how AI policies are communicated and perceived.

While 56% of VP/C-suite executives say their organizations actively encourage AI use, this number drops to 41% among managers and directors, and plummets to just 17% for individual contributors. This disparity suggests that top-down communication about AI policy isn't being channeled effectively, leaving many employees out of the loop.

Some fear it, some embrace it, others are skeptical, but our latest data shows: AI is more than just a valuable tool. A significant 48% of employees are leveraging AI models to automate repetitive tasks and retrieve information, streamlining their workflows and enhancing productivity.

However, AI adoption rates vary significantly across different demographics and roles, painting a complex picture of how this technology is being embraced.

Millennials are leading the charge in AI adoption, with 64% using AI daily, compared to 51% of Gen Z, 50% of Gen X, and only 23% of Baby Boomers.

This generational gap suggests younger workers are more open to integrating AI into their daily routines, while Baby Boomers may be more hesitant or lack understanding, as evidenced by 18% of them expressing disbelief that AI trends will become commonplace in the workplace.

Notably, men (60%) report using AI daily compared to women (40%), raising questions about the potential barriers to adoption for women and why women might be more hesitant to use AI.

The groups with the most distinct gaps, however, are across roles: 72% of VP/C-suite executives are using AI daily, compared to 54% of managers/directors, and just 18% of individual contributors.

Similarly, 65% of HR managers use AI daily compared to 43% of employees. This staggering divide indicates a significant disconnect between those at the top and their employees, where those in managerial positions are in a better position to recognize the value of AI in optimizing operations and decision-making processes but may be failing to communicate that value to their employees.

Company size and work environment also play crucial roles in AI adoption. Employees at larger companies (500+ employees) are more likely to use AI daily (52%) than those at smaller companies (35% for companies under 50 employees), highlighting a need for small- and medium-sized businesses (SMBs) to improve their AI policies and training to remain competitive.

Finally, hybrid workers are the most likely to use AI daily (53%), followed by those fully in-office (50%), with fully remote employees trailing at 39%. This trend suggests that remote employees might be missing out on the benefits of AI, or perhaps the tools aren't as accessible or integrated into their workflows.

The most common ways employees are using AI are to prepare presentations (42%), edit work (42%), and draft emails to clients (41%). These tasks are being automated or augmented by AI, freeing up time for more strategic and high-value work.

However, 26% of those who use AI to draft emails don't always disclose that they used AI, raising questions about transparency and the ethical considerations of AI-assisted communication.

As we’ve already seen, executives are more likely to use AI in general, and that holds true when we look at specific tasks: 53% of VP/C-suite executives use AI to draft emails to clients, compared to just 22% of individual contributors. Similarly, 57% of VP/C-suite executives use AI to prepare presentations, while only 15% of individual contributors do so.

Senior leaders are using AI more extensively to streamline their workflow and improve productivity, and if they also want their employees to improve their productivity and efficiency through the use of AI, then they need to ensure they effectively communicate the value and benefits of these tools to ICs, empowering them to adopt and use AI.

At the same time, individual contributors also have a responsibility to be proactive, experiment, take ownership, and fully leverage employer-provided training opportunities when they're offered.

When we compare how workers use AI to communicate by age, Millennials lead the way. About half (51%) use AI to prepare presentations. Millennials are also more likely to use AI to create strategy (47%), compared to 18% of Baby Boomers, 30% of Gen X, and 33% of Gen Z.

AI is also being used to support more complex and nuanced tasks, such as salary negotiation preparation: 15% of employees say they've used AI for this purpose, and a remarkable 72% of those who did reported that it helped them win their negotiation.

Beyond task automation, AI is being used to build stronger human relationships and support more strategic work: 20% of employees and HR professionals are using AI to foster more meaningful connections with coworkers and colleagues.

Employees use AI in a variety of ways to build stronger relationships:

• 61% use it to create more personalized communications
• 55% to analyze communication patterns
• 45% to free up time for human interactions
• 44% to draft more empathetic responses in difficult conversations

And in a more lighthearted vein, 8% are even using AI to learn how to be funny.

Employees who demonstrate a willingness to learn, experiment, and enhance their usefulness through AI are seen as more valuable to the organization.

Overall, 40% of respondents value coworkers who deliver AI-assisted work more, while 46% say their opinion remains unchanged, and 14% value them less. Men are more likely to value these coworkers (49%) compared to women (32%).

Among leadership, 61% of VP/C-suite executives value AI users more, compared to 44% of managers/directors and only 13% of ICs, continuing to reflect the disconnect between upper management and ICs.

In fact, 20% of ICs are unsure of their employer's stance on AI use, providing further evidence of the lack of effective communication from managers and senior leaders. This is a missed opportunity, as AI training and adoption among ICs could have a significant impact on productivity and job satisfaction.

The perceived quality of AI-assisted work is similarly divided. Overall, 63% of respondents view AI-generated work as higher quality, but viewpoints differ drastically by demographic.

Senior leaders view the quality of AI-generated work as significantly higher, with a whopping 80% of VP/C-suite rating AI-assisted work as high quality compared to 69% of managers/directors and 28% of ICs. Not only do top execs not view AI work as cheating, but they value this work more—leaving the assumption that employees who use AI may be more likely to get promotions, raises, and other benefits.

When looking at generational differences, Millennials and Gen Z are more likely to view AI-generated work as higher quality—77% and 67% respectively—compared to only 31% of Baby Boomers.

For gender, the data once again shows a significant difference in opinion between men and women, with 72% of men viewing AI-generated work as higher quality compared to 54% of women.

However, these gendered differences are less significant when we look at men and women in leadership roles. For VP+ who are men, 83% consider AI-generated work to be higher quality compared to 75% of women VP+, a much smaller gap than when looking at men and women overall. This is additional evidence that the greatest difference in AI usage and perception is among roles rather than gender.

AI is becoming an integral part of the modern workplace. To harness its potential, organizations must put clear policies, guidelines, and training in place. Without these foundational elements, employees may struggle to use AI effectively, missing out on opportunities for innovation and growth.

72% of employees express a desire to improve their AI skills to bring more value to their work and simply need the proper training and guidance in place to do so. However, only 32% of employees have received formal AI training from their employer, underscoring the importance of structured learning opportunities.

Larger companies are leading the way—45% of employees at organizations with over 500 employees receive employer-provided training in order to keep pace with technological advancements, compared to only 21% at companies with fewer than 50 employees. This is a huge opportunity for SMBs to increase the productivity of their workforces by leveling up their AI training and putting policies in place.

The disparity in training is also evident across roles. More than half (55%) of HR managers receive training compared to just a third (33%) of general employees, highlighting the need for more inclusive training programs that reach all levels of the organization.

Despite these challenges, 58% of employees have taken the initiative to acquire AI-related skills through personal efforts. This self-driven learning is most common among Millennials (66%) and men (65%), but less so among women (52%) and individual contributors (40%).

• Develop clear AI policies and guidelines:

“Leaders need to develop clear and comprehensive AI policies that not only outline what's acceptable but also address the elephant in the room—the fear that using AI is somehow 'cheating'.

When we communicate these policies clearly and transparently to all employees, we can help alleviate concerns, promote a culture of openness, and empower our teams to harness the full potential of AI."

Alan Whitaker | Head of AI at BambooHR

• Invest in comprehensive training programs:

"Knowledge is power, and investing in AI training is no longer a nice-to-have; it's a must-have for organizations that want to stay ahead of the curve. Providing formal AI training that's tailored to different roles and levels helps ensure that all employees—from individual contributors to senior leaders—have the skills and knowledge they need to effectively leverage AI.

This isn't just about teaching people how to use AI tools. It's about empowering them to think creatively and strategically about how AI can drive business results and improve their work lives."

Brian Crofts | Chief Product Officer at BambooHR.

• Foster a culture of openness and innovation:
  • Encourage employees to experiment with AI tools and share their experiences and insights.
  • Address misconceptions about AI being "cheating" by emphasizing its potential to enhance productivity and creativity.
• Address security and privacy concerns:
  • Educate employees about AI security measures and privacy protections to alleviate concerns, particularly among women and ICs. Currently, only 49% of women view AI as secure compared to 67% of men, and just 27% of ICs see it as secure, compared to 63% of managers/directors and 74% of VP/C-suite executives.
  • Regularly review and update security protocols to ensure they meet industry standards. Understanding whether these concerns stem from a lack of training or are well-founded is crucial.
• Encourage cross-generational learning:
  • Facilitate mentorship programs where more experienced employees can learn from tech-savvy Millennials and Gen Z, and vice versa.
  • Promote a collaborative learning environment that values diverse perspectives and experiences.
• Support SMBs with scalable solutions:
  • For small- and medium-sized businesses, consider scalable training solutions that can be adapted as the company grows.
  • Leverage online resources and partnerships with educational institutions to provide cost-effective training options.

BambooHR conducted this research using an online survey prepared by Method Research and distributed by RepData among n=1,502 adults (age 18+) in the United States who are full-time salaried employees that currently work in a desk job position, and including a subgroup of n=502 HR professionals who have a manager title or above. The sample was equally split between gender, with a spread of age groups, race groups, and geographies represented. Data was collected from April 1 to April 15, 2025.

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